Wednesday, October 26, 2016


FEMA’s Region VI is now accepting applications for a Regional Disability Integration Specialist position. The open period for these announcements is from Tuesday, October 25, 2016 to Tuesday, November 1, 2016. To apply for this position or for full information, including key requirements and a description of duties, please click the following link to access the job announcement through
This announcement will close at 11:59 p.m. Eastern Time (ET) Tuesday, 11/01/2016 OR at 11:59 p.m. ET on the date the 200th application is received, whichever comes first.
If you have any questions, please email or by TDD: 800-877-8339.
Job Title: Regional Disability Integration Specialist
Department: Department Of Homeland Security
Agency: Federal Emergency Management Agency
Job Announcement Number: FEMA-17-TT-120581-DE
Salary Range$75,167.00 to $97,717.00/ Per Year
Open Period: Tuesday, October 25, 2016 to Tuesday, November 1, 2016
Series & Grade: GS-0301-12/12
Position Information: Full Time – Permanent
Duty Locations:  Denton, TX
Supervisory Status: No
In this position, you will work very closely and under the guidance of the Director of the Office of Disability Integration and Coordination (ODIC), whose mission is preparing individuals and families and strengthening communities before, during and after a disaster by providing guidance, tools, methods and strategies to integrate and coordinate emergency management efforts to meet the needs of all citizens, including children and adults with disabilities and others with access and functional needs.

Typical assignments include:

·        Developing and implementing strategies to assist States to ensure accessible transportation options for individuals with disabilities in the event of an evacuation, are easily accessible and available in accordance with policy and procedures.
·        Coordinating to ensure the needs of individuals with disabilities are met and fully included in all components of the National Preparedness System established under section 644 of the Post-Katrina Emergency Management Reform Act of 2006.
·        Promoting awareness throughout FEMA via accessible electronic messaging, intranet, internet, SharePoint sites, regarding strategies for fully including individuals with disabilities.
·        Fostering and developing partnerships with disability advocacy and service agencies to enhance the development of FEMA brochures, newsletters, and other publications which are accessible as required under the ADA and the Rehabilitation Act to provide access to disaster information and FEMA services, programs, and benefits.


Soma Land: Water-Based Movement and Disability Culture: Chicago :Nov. 10th, 2016

Bring your own lunch and join us for a lunch time talk with Dr. Petra Kuppers.
As a disabled dancer and scholar, Kuppers works at the intersection of movement and writing, feminist somatics and politicized bodies. In this talk, Petra Kuppers will share and invite discussion about her current work investigating water-based health and wellbeing programs, and their connections to disability culture through the lens of disability, gender, class, race, and age. One of the goals of the project is to advocate for more arts-based wellbeing work in the disability community and share skills and information about career paths and options for disabled movement artists and educators. She will also bring along some copies of her most recent pedagogy text, Studying Disability Arts and Culture, a book full of practical exercises about how to disseminate and discuss disability culture work in classrooms and social justice settings.

Date: November 10th, 2016 (Thursday)
Time: 12:00-2:00
Location: Gallery 400
400 S. Peoria Street,
Chicago, IL 60607

click image to enlarge.

This event is brought to you by
Bodies of Work
Department of Disability and Human Development (DHD)
Chancellor's Committee on the Status of Persons with Disabilities (CCSPD)
The Wellness Center
Gallery 400, College of Architecture and the Arts

Monday, October 24, 2016

U.S. Dept of Transportation Requires Airlines to Report Mishandled Wheelchairs and Scooters

Department of Transportation sealThe U.S. Department of Transportation (DOT) has issued a final rule that requires U.S. airlines to report data on incidents of mishandled wheelchairs and scooters in addition to other types of checked baggage. Carriers will be required to file with DOT on a monthly basis the total number of wheelchairs and scooters stored in cargo holds and the amount that have been mishandled, including damaged, lost, delayed, or pilfered. This information will be included in DOT's monthly Air Travel Consumer Reports

The new mandate, which takes effect January 1, 2018, applies to any air carrier accounting for at least 0.5% of domestic scheduled passenger revenue. According to DOT, the rule will enable air travelers with disabilities to compare carrier performance in this area and make informed travel decisions. For further information, visit DOT's website or contact Tim Kelly of DOT at or (202) 366-5952.

National Council on Disability Issues 2016 Report on Technology

NCD Report on TechnologyThe National Council on Disability (NCD) has issued a report on measures to ensure access to information and communication technologies for people with disabilities. The document provides recommendations to the President, Congress, and federal agencies, as well as to the technology industry, the private sector, and state and local governments. NCD provided a briefing on the report at the Capitol on October 7 with representatives from industry, disability groups, and federal agencies, including the Access Board.
"In today's world, technological equality for persons with disabilities is a social justice issue," stated NCD Chair Clyde Terry. "To be truly accessible, technological inclusion must be built in from the ground up with every user in mind. Anything else is a step backwards. Anything less creates second class citizens."
Each year, NCD submits a report to the President and Congress outlining recommendations on new and emerging issues affecting people with disabilities. NCD devoted this year's report to technology because of its dominant role in everyday life and its potential to transform society and opportunities for people with disabilities. The report explores how technology can contribute to the lives of people with disabilities in education, employment, health and well-being, and independent living. It also identifies common barriers to accessibility, as well as emerging technologies and innovations, and provides recommendations on policies and practices to promote inclusive technology.

The report urges Congress to establish a "Technology Bill of Rights for People with Disabilities" that sets forth principles for any future technology legislation and ensures fair and equal access to technology. It recommends steps that Congress and federal agencies can take to promote inclusive technology and urges the Access Board and the Department of Justice to finalize outstanding rules on technology accessibility. (The Access Board, as noted above, recently submitted for executive clearance a final rule updating its requirements for information and communication technology covered by Section 508 and the Communications Act). In addition, NCD calls upon industry to follow the Web Content Accessibility Guidelines when designing websites and web-based technologies and to invest in research and development of accessible technology.

The report also outlines steps private and public sector entities can take to procure inclusive technology. The report and related information is available on NCD's website. NCD is an independent federal agency charged with advising the President, Congress, and other federal agencies regarding policies, programs, practices, and procedures that affect people with disabilities.
SOURCE: U.S. Access Board

October is National Disability Employment Awareness Month - 10 Things To Know About #InclusionWorks

In honor of the National Disability Employment Awareness Month has posted some great resources for the disability community. is the federal government website.

10 Ways to Think about How #InclusionWorks
  1. Celebrating NDEAM. National Disability Employment Awareness Month (NDEAM) takes place every October to celebrate the accomplishments of people with disabilities in the workplace. It’s also a time to reflect on ways that employers, workers, people with disabilities and others can build on that success and strengthen workplace inclusion. NDEAM began as a week-long observance in 1945; since then, it has evolved into a month-long celebration. This year’s theme is #InclusionWorks, which focuses on the key role disability plays in workplace inclusion. The U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) offers ideas for ways to celebrate NDEAM, including posting a photo, quote or article on your personal or organization’s social media account with the #InclusionWorks hashtag. If you work in an office, consider hosting a brown bag lunch to discuss ways your workplace can be more welcoming and inclusive to people with disabilities.
  1. ODEP is a Champion for Diversity and Inclusion. ODEP is the only non-regulatory Federal agency that promotes policies and coordinates with employers and all levels of government to increase workplace success for people with disabilities. The office supports a number of disability employment initiatives and offers resources on topics related to diversity and inclusion, like this guide to building an inclusive workforce. In addition, ODEP provides policy and technical assistance resources that can help you develop inclusive workplace practices. Employers can also find free resources through the Employer Assistance and Resource Network on Disability Inclusion (EARN). Learn more about disability inclusion and implementing inclusive policies and practices. “Business Strategies that Work:  A Framework for Disability Inclusion” is a valuable tool that identifies promising employment policies and practices for recruiting, hiring, retaining and advancing workers with disabilities.
  1. What’s the Buzz(word)? You’ve likely heard the terms “diversity” and “inclusion” tossed around when companies talk about their hiring practices, but what do these terms really mean? Diversity is the recognition that there are people of different races, cultural backgrounds, genders, ages, abilities, classes and more that make up this world and, subsequently, the workplace. Inclusion is the idea that all people, especially those in marginalized groups, should be able to participate equally in social, civic and educational activities. Companies benefit significantly from diverse and inclusive practices – they even makes us smarter. These terms are not just buzzwords: diverse and inclusive practices better serve communities, increase innovation and improve workplace culture.
  1. Disability = Diversity. What do you think of when you hear about “diversity?” Is it race? Gender? Age? Disability is a part of diversity, too. A diverse economy is a strong economy. People with disabilities are an important part of the makeup of a diverse workforce, but they are often underrepresented in employment rates. A diverse workforce that includes people with disabilities gives employers a wider pool of talent to hire from and contributes to the overall success of a company. Disability as a part of diversity matters. There are many ways to encourage diversity through disability inclusion, like taking proactive steps to recruit workers with disabilities and providing workplace accommodations.
  1. A Partnership for Inclusion. The Campaign for Disability Employment (CDE) is an initiative funded by the U.S. Department of Labor’s Office of Disability Employment Policy that encourages employers and others to recognize the value and talent people with disabilities bring to the workplace. Through video public service announcements (PSAs), the CDE highlights the message that, “At work, it’s what you CAN do that matters.” The CDE also plays a leading role in NDEAM, helping to promote the important role people with disabilities play in the American workplace. Recently, the CDE partnered with the Professional Baseball Athletic Trainers Society to host an NDEAM-themed Twitter chat with former Major League Baseball player and current Gallaudet University Head Baseball Coach Curtis Pride. Several of the CDE’s partners and supporters have also helped spread the word about NDEAM, including the US Business Leadership Network (USBLN) and the National Business and Disability Council at the Viscardi Center. Both USBLN president and CEO Jill Houghton and Viscardi Center president and CEO John Kemp blogged for the U.S. Department of Labor about why “InclusionWorks” for employers and businesses.
  1. How Inclusion Benefits the Workplace. This year’s NDEAM theme, #InclusionWorks, focuses on the key role disability plays in workforce diversity. But why are diversity and inclusion so important for the workplace? Having a diverse workforce that represents the perspectives of all types of people can make businesses more productive, creative and able to respond to market demands. And recruiting, hiring, retaining and advancing workers with disabilities is a vital part of being inclusive. EARN says that companies that include employees with disabilities, “benefit from a wider pool of talent, skills and creative business solutions.” People with disabilities also represent the third largest market segment in the U.S., so counting individuals with disabilities among your employees can help your businesses better understand and meet the needs of this expanding customer base. In addition, hiring workers with disabilities could mean tax breaks for your business.
  1. Creating an Inclusive Workplace. Employers interested in creating disability inclusive workplaces, but unsure of how to do so can turn to EARN for help. EARN has information on recruiting and hiring employees with disabilities making your workplace accessible and starting disability-focused employee resource groups. Cornell University’s Institute on Employment and Disability also offers tips for human resource professionals about recruiting, hiring and retaining workers with disabilities. Remember that workplace accessibility not only applies to a company’s physical space, but also its information and communications technology, such as websites and online job applications. Ensure your company’s virtual doors are open to all by using the Partnership on Employment & Accessible Technology’s TalentWorks tool. The Job Accommodations Network has information on workplace accommodations, including typical costs and a new Workplace Accommodation Toolkit. Learn more about workplace inclusion of people with disabilities by reading “Leading Practices on Disability Inclusion.”
  1. Disclosure and Self-Identification. There has been a good deal of discussion about disclosure and self-identification with the changes to Section 503 Regulations earlier this year. Though the terms are similar, they have slightly different meanings. Disclosure is when a person chooses to tell an employer or prospective employer about a disability or health condition. For example, an employee may disclose a disability to his or her employer so they may be given accommodations at work. Young adults entering the workforce may want to familiarize themselves with the what, why, when and how of disability disclosure to feel comfortable choosing whether or not to disclose their disability. A company, usually its human resources department, may ask employees to voluntarily and anonymously self-identify if they are a person with a disability. This can happen during the job application, hiring process or during a workforce survey and responses are kept confidential and only used so the company can keep track of the number of people with disabilities they employee. Watch this video to learn more about self-identification and why it’s important. Learn how to create a company culture that encourages self-identification and disclosure.
  1. Mentoring Makes a Difference. Like Yoda was to Luke Skywalker in the “Star Wars” trilogy, a good mentor can make a difference in your career path. A mentoring relationship especially helps youth with disabilitiesnavigate employment and find success. Mentor Match pairs young people with disabilities with mentors. The National Mentoring Partnership can help you start a mentoring program in your community. Become a mentorfind a mentor and learn about the value mentoring adds for businesses. Disability Mentoring Day (DMD), hosted by The American Association of People with Disabilities (AAPD), helps students and jobseekers with disabilities find employment. Although DMD is officially celebrated on the third Wednesday of October, mentoring is a year-round effort and you can connect with a mentor at any time in your career. Check out the DMD guide for more information.
  1. 10 Great Quotes about Disability and Work. Find inspiration for inclusion, diversity and disability with these wise words.
    • “Choose a job you love, and you will never have to work a day in your life.” Confucius
    • “Far and away the best prize that life offers is the chance to work hard at work worth doing.” Theodore Roosevelt
    • “There is joy in work. There is no happiness except in the realization that we have accomplished something.” Henry Ford
    • “All labor that uplifts humanity has dignity and importance and should be undertaken with painstaking excellence.” Martin Luther King, Jr.
    • “Work is love made visible.” Khalil Gibran
    • “If we did all the things we are capable of, we would literally astound ourselves.” Thomas Edison
    • “Disability is a matter of perception. If you can do just one thing well, you’re needed by someone.” Martina Navratilova
    • “I choose not to place “DIS”, in my ability.” Robert M. Hensel
    • “Disability doesn’t make you exceptional, but questioning what you think you know about it does.” Stella Young
    • “I am different, not less.” Temple Grandin
Don’t forget to like on Facebook, follow us on Twitter and use #DisabilityConnection to talk to us about this newsletter. You can also read Disability.Blog for insightful tips and information from experts in the community.
Read past issues of the Disability Connection newsletter.

For The Disability Community Voting Can Still Have Barriers, Understanding Your Rights

The Americans with Disabilities Act ensures that people with disabilities have a full and equal opportunity to vote.

The U.S. Department of Justice website helps to define, and understand the rights of people with disabilities, as the website states:
Voting is one of our nation’s most fundamental rights and a hallmark of our democracy. Yet for too long, many people with disabilities have been excluded from this core aspect of citizenship. People with intellectual or mental health disabilities have been prevented from voting because of prejudicial assumptions about their capabilities. People who use wheelchairs or other mobility aids, such as walkers, have been unable to enter the polling place to cast their ballot because there was no ramp. People who are blind or have low vision could not cast their vote because the ballot was completely inaccessible to them.

Important federal civil rights laws were enacted to combat such forms of discrimination and protect the fundamental right to vote for all Americans. This document provides guidance to states, local jurisdictions, election officials, poll workers, and voters on how the Americans with Disabilities Act and other federal laws help ensure fairness in the voting process for people with disabilities.
The U.S. Department of Justice - Americans with Disabilities website ( is a wonderful resource for people with disabilities, family members, caregivers and advocates, as a resource for the rights of the disability community. Throughout the country their are advocates, and organizations to reach out to also.
If anyone needs help in locating  resources that are available in your part of the country, feel free to send a email here at Ability Chicago Info, we will be honored to assist. 
Email inquires to Jim at - in 'subject' header post 'request for voting resources'. TY

Thursday, October 20, 2016

Webinar Nov. 3rd: Accessible Residential Facilities - Advanced Session

laptop with Access Board sealThe next webinar in the U.S. Access Board's free monthly series will take place November 3 from 2:30 – 4:00 (ET) and provide an advanced session on accessible residential facilities. Presenters will focus on untangling the various federal laws that address access to housing, including the Architectural Barriers Act, the Americans with Disabilities Act, the Fair Housing Act, and Section 504 of the Rehabilitation Act. They will discuss how the design requirements of these laws apply and review requirements for residential dwelling units in the ADA and ABA Standards.
For more information or to register, visit

Questions can be submitted in advance of the session (total limited to 25) or can be posed during the webinar. Participants are encouraged to view a previous webinar on this topic in advance of the upcoming session. Webinar attendees can earn continuing education credits. The webinar series is hosted by the ADA National Network in cooperation with the Board. Archived copies of previous Board webinars are available on the site.

Minneapolis Star Tribune Wins 2016 Disability Reporting ASU Award

A Minneapolis Star Tribune investigation into state-subsidized sheltered workshops in Minnesota has won the top honor in the 2016 Katherine Schneider Journalism Award for Excellence in Reporting on Disability.

In “A Matter of Dignity,” Star Tribune reporter Chris Serres, along with reporter Glenn Howatt and photographer David Joles, reveals how hundreds of Minnesotans with developmental disabilities are segregated and neglected in a state system of sheltered workshops.

The investigation found that hundreds of adults with disabilities have been sent against their will to live in remote and dangerous group homes. The five-part series tells the stories of adults with Down syndrome who spend their days collecting trash for $2 an hour and workers with brain injuries who scrub toilets for half the minimum wage and relates how one young woman with bipolar disorder escaped from her group home and threw herself in front of a speeding car.

The Schneider Award is the only journalism awards competition devoted exclusively to disability reporting. It was established in 2013 with the support of Schneider, a retired clinical psychologist who has been blind since birth and who also supports the national Schneider Family Book Awards. The reporting contest is administered by the National Center on Disability and Journalism at Arizona State University’s Walter Cronkite School of Journalism and Mass Communication.

Second place went to WAMU 88.5, the NPR station in Washington, D.C., and third place was awarded to ProPublica. Judges also gave an honorable mention to Business World in New Delhi, the first international news outlet to be honored in the contest.

Schneider Award judge Jennifer Longdon, a writer, speaker, advocate and policy adviser on disability issues, said the Minneapolis Star Tribune series was impressive for “its exhaustive chronicling of the experience of adults with disabilities in Minnesota — from the indignities of sheltered workshops to the hopeless years-long wait for vital services that never arrive. These memorable stories were masterfully told while preserving the dignity of the individuals profiled.”

Serres will accept the award and a $5,000 cash prize on behalf of the Star Tribune Nov. 28 at the Cronkite School, where he also will deliver a talk on his work to students, faculty and the public. His appearance, which is part of the school’s “Must See Mondays” lecture series, will be at 7 p.m. in the school’s First Amendment Forum. It is free of charge and open to the public, and sign language interpreting will be provided.

Judges awarded second place and a $1,500 prize to web producer and reporter Martin Austermuhle of WAMU public radio station in Washington, D.C., for “From Institution to Inclusion.” The series of radio broadcasts and digital reporting chronicled the history of a 40-year-old class action lawsuit that closed Forest Haven, the institution where residents of Washington, D.C., with intellectual and developmental disabilities were sent to live. Austermuhle also reported on the city’s difficulties in caring for residents with intellectual and developmental disabilities.

Third place and a $500 prize went to David Epstein of ProPublica for “The DIY Scientist, the Olympian, and the Mutated Gene,” a story of do-it-yourself genetics that helped a 39-year-old Iowa mother named Jill Viles solve her mysterious degenerative muscle disorder. Working with “This American Life” producer Miki Meek, Epstein wrote the podcast script and narrated the story of Viles’ quest to understand what had caused her fat to melt away and her muscles to wither.

Business World of India correspondent Sonal Khetarpal received an honorable mention and a $500 prize for “Insensitive Inc.,” an accounting of employers in India who are implementing inclusive workplace practices, such as flex-time, for employees with Down syndrome and other disabilities.

In addition to Longdon, the judges for this year’s contest were Pulitzer Prize-winning former Washington Post reporter Leon Dash, now Swanlund Chair Professor of Journalism at the University of Illinois at Urbana-Champaign; John Hockenberry, an award-winning reporter who hosts “The Takeaway,” a radio news program that airs on almost 200 stations across the country; and Amy Silverman, managing editor of the Phoenix New Times alternative newsweekly and the author of a new book, “My Heart Can’t Even Believe it: A Story of Science, Love and Down Syndrome.”

Since 2013, the top Schneider Awards have gone to Ryan Gabrielson of California Watch, Dan Barry of The New York Times and Heather Vogell of ProPublica.

“The winners have all produced important watchdog journalism that advances the understanding of disability,” said National Center on Disability and Journalism director Kristin Gilger, who is the associate dean of the Cronkite School. “The quality of this year’s entries was more impressive than ever, a sign that disability issues are beginning to receive the kind of media attention that is warranted, given the number of people who live with disabilities. We’re extremely proud of all of the winners and look forward to honoring Chris Serres in November.”

SOURCE: Arizona State University (ASU) Oct. 19, 2016

U.S. Presidents with Disabilities

Our nation has had a distinguished line of presidents with a variety of visible and non-visible disabilities, from epilepsy to hearing impairments to learning disabilities
U,S, Presidents speaking publicly about their disability was discouraged during their lifetime. 
Today, on President's Day (and everyday) we honor them for overcoming the challenges they faced as individuals with disabilities and for leading and serving our country. 
William Jefferson Clinton, 1946- (hearing impairment)
42nd President of the United States (1992-2000); wears hearing aids.
Dwight D. Eisenhower, 1890-1969 (learning disability)
34th President of the United States (1953-1960); leader of the victorious Allied forces in Europe during World War II.
Thomas Jefferson, 1743-1826 (learning disability)
3rd President of the United States (1801-1809); author of the Declaration of Independence; remembered as a great president, a diplomat, political thinker, and founder of the Democratic Party; reported to have many learning difficulties.
John F. Kennedy, 1917-1963 (learning disability, chronic back pain)
35th President of the United States (1960-1963); the youngest man ever elected President and the youngest ever to die in office;  won world respect as the leader of the Free World.
Abraham Lincoln, 1809-1865 (major depression)
16th President (1860-1863); suffered from severe, incapacitating, and occasional suicidal depression; also thought to have Marfan Syndrome.
James Madison, 1751-1836 (epilepsy)
4th President (1809-1817); drafted the Bill of Rights; often referred to as the Father of the Constitution; played a leading role in the Constitutional Convention of 1787 where he helped design the checks and balances system that equalizes the roles of the legislative, executive, and judicial branches of government; also created the federal system.
Ronald Reagan, 1911-2004 (hearing impairment)
40th President of the United States (1980-1988); also served two terms as governor of California; in 1932 became a radio announcer for WOC in Davenport, Iowa and later WHO in Des Moines, Iowa; in 1937 he signed a contract with Warner Brothers and his first film was “Love is on the Air.”
Franklin Delano Roosevelt, 1882-1945 (polio)
32nd President of the United States (1933-1945); promised to create jobs for the unemployed and gave assistance to those in need; suffered with polio and worked very hard to hide the extent of his disability.
Theodore Roosevelt, 1858-1919 (visual impairment)26th President of the United States (1901-1909); founder of the Progressive Party; an avid boxer, he suffered a severe blow to the head that detached his retina and led to blindness in the affected eye. 
George Washington, 1732-1799 (learning disability)
1st President of the United States (1789-1797); was unable to spell throughout his life and his grammar usage was very poor; thought to have learning disabilities.
Woodrow Wilson, 1856-1924 (learning disability)
28th President of the United States (1913-1921); had a stroke toward the end of his term that left him partially paralyzed; known to have a dyslexia; World War I leader awarded Nobel Peace Prize for Versailles Treaty, 1919; domestic reforms included 1914 creation of Federal Reserve.

# originally posted July 2015

Wednesday, October 19, 2016

McDonald's to Pay $56,500 to Settle EEOC Disability Discrimination Suit

Refused to Interview Deaf Applicant, Federal Agency Charged
ST. LOUIS -- McDonald's Corporation and McDonald's Restaurants of Missouri will pay $56,500 and furnish other relief to settle a disability discrimination suit by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today. EEOC had charged that McDonald's refused to interview a deaf job applicant at its Belton, Mo., restaurant because of his deafness.
According to EEOC's lawsuit, the young man applied online in June 2012 for a position at the Belton McDonald's. The applicant, who is unable to hear or speak, had previous experience working at a McDonald's in another state as a cook and clean-up team member. According to the suit, when the restaurant manager learned that the young man needed a sign language interpreter for his job interview, she canceled his job interview, even though the applicant's sister volunteered to serve as an interpreter. The restaurant continued to interview and hire new workers after the young man made several attempts to reschedule an interview.
Such alleged conduct violates the Americans with Disabilities Act (ADA). EEOC filed its lawsuit in U.S. District Court for the Western District of Missouri, (EEOC v. McDonald's Corporation, et al, 4:11-CV-00395), in December 2015 after first attempting to reach a pre-litigation settlement through its conciliation process.
In addition to monetary relief for the applicant, the three-year consent decree resolving the suit requires McDonald's, which recently sold the Belton restaurant, to ensure that the new owner trains management employees on the ADA's requirements, including providing reasonable accommodations to disabled applicants and employees. The restaurant will also maintain a telephone line that applicants can call to request accommodation, and McDonald's will submit annual compliance reports to EEOC.
"Federal law clearly requires employers to provide reasonable accommodations to deaf and hearing-impaired employees and applicants," said EEOC St. Louis District Director James R. Neely, Jr.
EEOC Regional Attorney Andrea G. Baran added, "Unemployment rates for disabled workers far exceed those of the general population, and employers create a huge barrier to employment when they fail to provide necessary reasonable accommodations to applicants with disabilities. Such behavior is short-sighted in addition to being unlawful."
EEOC Senior Trial Attorney Dayna F Deck said, "Employers must recognize their obligation to accommodate applicants with disabilities. If a deaf applicant's primary language is American Sign Language, then working with the applicant to have an ASL interpreter at the job interview is key to providing that applicant an equal opportunity to compete for the job."
Eliminating barriers in recruitment and hiring is one of six national priorities identified by EEOC's Strategic Enforcement Plan (SEP).
EEOC is responsible for enforcing federal laws prohibiting employment discrimination. The St. Louis District Office oversees Missouri, Kansas, Nebraska, Oklahoma and a portion of southern Illinois. Further information about EEOC is available on its website at
SOURCE: Press Release EEOC Oct 18, 2016